Human Resources Manager
IVAS
مجموع سنوات الخبرة :16 years, 11 أشهر
• Provide a full range of HR Management support including compensation, performance management, employee relations, training & development, benefits and employment law.
• Liaise with executive management in order to monitor employment costs and productivity levels of the organization.
• Proactively provide and analyses management information for business heads and advice on potential business/HR solutions when appropriate
• Establish and manage the delivery of world class HR Services through structured policies, processes and procedures
• Review and interpret HR Policies and Procedures, make recommendation to senior management regarding new policies and changes to existing policies, meeting legal requirements and business objectives.
• Develop strategies to support the sourcing of applicants. Develop staffing plans in conjunction with management. Manage the exit interview process with all levels of employees and managers and to analyze turnover trends.
• Planning, developing, implementing and administering programs, procedures, and guidelines to help align staff with the strategic goals of the company.
• Develop and maintain a human resources system that meets top management information needs.
• Lead the development and implementation of people management systems ensuring that it meets the current and future needs of the organization.
• Take a strategic approach to recruitment advertising and attraction of employees, minimizing costs where possible.
• Provide guidance and support to team members with regards to their development and learning.
• Research best practice to enable best design and updates of HR practices.
• Provide direction to foster effective working relationships to unleash the full potential of the organization.
• Coaching and supporting line management to ensure effective management of their people.
• Leading, coaching and developing a technically proficient team to ensure delivery of HR expertise to internal customer groups.
• Developing and implementing training and development initiatives to address current capabilities and future training needs, including on-the-job operational training, department special training, management development, new hire orientation and on boarding.
Job Responsibilities:
Strategic Responsibilities:
• Human Resources Planning. Assist in coordination with management, development of Human Resources plans and programs and supervision of their implementation for the effective support of both near-term and strategic requirements.
• Organizational Development. Support the implementation of the organization’s Values, Communicate the organization strategy, mission and values to all employees.
• Organizational Analysis and Salary Structure. Support all activities related to organizational planning (i.e. organizational structure, job analysis, performance management and salary structure to ensure proper Human Resource consideration and inclusion in organizational plans
• Career Management Assists in developing the performance management system, structure, succession planning, and career tracking initiatives.
Operational Responsibilities:
• Performance Management Designing, Implementing & Managing annually Performance Management for around 2000 employees in 15 countries- Ensure to set & align SMART objectives for all employees in the organization to the corporate objectives- responsible for the supervisory annual appraisal
• Career Management. Responsible for the employee career planning exercise and designing the concerned forms and the online work flow - working with line managers and directors to set a promotions criteria - Responsible for the job analysis process for the company which results in the formality of written job description
• Personnel Policies. Support the Regional Human Resources Manager to develop and update the company personnel policies that regulate employees’ practice and conduct and afterward supervise its implementation to ensure that employees understand and comply with the policies.
• Employee Relations. Provide information and advice to employees related to Human Resources policies and programs.
• General Management. Support the Regional Human Resources Manager in performing day-to-day management: identification of training needs and development requirements, performance management program, disciplinary activities, Human Resources’ staff utilization and other duties as required.
HR Operations:
• Monitors and evaluates existing policies and Procedures
• Communicating organizational culture to employees
• Communicating policies and procedures to employees
• Ensuring HR programs are aligned with the culture
• Keeping the line managers updated on HR initiatives
• Responsible for managing HR related costs/expenses of the respective business and functions.
• Coordinate with Shared Services and Expertise Team to deliver efficient and effective HR services to the business.
Talent Management:
• Improve performance of the employees at all levels of the business through implementation of tools and systems developed by the expertise team and drive the performance agenda.
• Identifying Talents through Talent Reviews
• Ensure that the company has sustained bench strength of talent, and the business has proper succession plans in place for its key positions.
• Spotting talent issues before they affect the business
• Understanding the talent needs of the business
• Retaining best talents
• Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
• Analyze trends in partnership with HR group to develop solutions, programs and policies.
• Provide guidance and input on business unit restructures, workforce planning, succession planning.
Talent Planning & Acquisition:
• Ensuring annual manpower budgeting exercise is conducted accurately and efficiently and ensure all required positions are budgeted for.
• Talent Identification, Acquisition and management in order to improve the existing manpower potential of the organization.
• Creating a talent pool to be considered in internal promotion or new vacancies.
• Manage internal and external vacancies in assigned department(s).
• Review employees actual utilization and productivity against the level required.
• Develop contract terms for new hires, promotions, transfers.
• Working with line managers to retain talents.
• Participate with the TBA team in the exit interviews.
Training & Development:
• Working with line managers to identify training needs for business units and individuals and make sure to submit it on time.
• Participate in evaluation and monitoring of training programs and following -up to ensure training objectives are met.
Organization Development:
• Support the implementation of the organization’s Values within the business.
• Communicating the organization strategy, mission and values to all employees.
Relationship Management
• Conduct weekly meetings with respective business units.
• Consult line management providing HR guidance when appropriate.
• Develop and maintain positive relationships with employees at all levels.
• Advise Line Managers in the management and development of their direct reports.
• Consult with the Management Team and all other employees on Employment Law, HR Policies, HR Processes, Compensation, etc.
• Coach and counsel employees and managers in HR and business issues.
• Manage and resolve complex employee relations issues.
• Maintain in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as required.
• Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
Strategic Responsibilities:
• Human Resources Planning. Assist in coordination with management, development of Human Resources plans and programs and supervision of their implementation for the effective support of both near-term and strategic requirements.
• Organizational Development. Assist in the supervision of training & development activities and performance management implementation to achieve a match between an employee’s competencies and his/her developmental requirements.
• Organizational Analysis and Salary Structure. Support all activities related to organizational planning (i.e. organizational structure, job analysis, performance management and salary structure to ensure proper Human Resource consideration and inclusion in organizational plans
• Career Management Assists in developing the performance management, structure, succession planning, and career tracking initiatives.
Operational Responsibilities:
• Performance Management Designing, Implementing & Managing Quarterly Performance Management for around 3000 employees in 15 countries- Ensure to set & align SMART objectives for all employees in the organization to the corporate objectives- responsible for the supervisory annual appraisal
• Career Management. Responsible for the employee career planning exercise and designing the concerned forms and the online work flow - working with line managers and directors to set a promotions criteria - Responsible for the job analysis process for the company which results in the formality of written job description
• Personnel Administration. In the absence of the Regional Human Resources Manager, supervise all activities related to personnel administration to ensure proper and timely payroll administration as well as accurate records of employee data.
• Personnel Policies. Support the Regional Human Resources Manager to develop and update the company personnel policies that regulate employees’ practice and conduct and afterward supervise its implementation to ensure that employees understand and comply with the policies.
• Employee Relations. Provide information and advice to employees related to Human Resources policies and programs.
• Payroll. In the absence of the Regional Human Resources Manager, supervise the payroll processing activities to ensure that all employees receive their salaries and bonuses in an accurate and timely manner.
• General Management. Support the Human Resources Director in performing day-to-day management: identification of training needs and development requirements, performance management program, disciplinary activities, Human Resources’ staff utilization and other duties as required.
Strategic Responsibilities:
• Contributing in establishing HR policies such as Dress Code, over time & Attendance & unifying related forms. Assist in designing employee handbook used in the company.
• Conducting regular visits to all the employees in the company branches to view their opinion & satisfaction level of the work environment & for the retention process.
• Develop and Maintain Relationship with Recruitment agencies as business partners.
Operational Responsibilities:
• Interfering in any staff conflicts, mainly conflicts related to staff/management or employee relations, work environment and culture.
• Responsible for scanning &filtering CVs to get the most prospective candidates to meet the organizations requirements.
• Fit incoming job applications against job description criteria and forward suitable applications to the concerned departments.
• Conducting HR interviews with accepted candidates to recruit the best talented for each position
• Organizing the induction program for the new comers.
• Announce for job vacancies using online channels.
• Post Internal Ads and Follow up Upon Them.
• Conduct tests for hiring & evaluate candidates’ skills.
• Conduct structured, competency based & Behavioral Interviews.
• Participate in job fairs to enlarge the resumes database.
• Respond to staff inquiries regarding policies, procedures & programs.
• Conducting a pre-exit interview for anyone of the team who decided to resign & try to get his/her feedback & inform the managers of the real reasons for this resignation in the aim of trying to solve the problems & retain the employee.
• Conduct Exit Interviews- developing a monthly turn over reports.
• Responsible for the marketing materials stock i.e. company profile, products brochures, success stories…necessary for any event.
A Higher Diploma for 9 Monthes included the following subjects: Personnel administration_ Organizational Behavior_ labor and Employment Law_ Employee Training, Development, Selection and recruitment_ Compensation and Benefits Plans_ Human Resources Information System
Very Good